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ÇALIŞAN SESSİZLİK DAVRANIŞININ AZALTILMASINDA ALGILANAN ÖRGÜTSEL DESTEK ETKİLİ MİDİR?

Year 2016, Volume: 1 Issue: 1, 53 - 75, 30.03.2016

Esra Erenler Tekmen

Abstract

Çalışan sessizliği, belirli motivlere dayanarak çalışanların
örgütleriyle ilgili fikirlerini, önerilerini ya da sorunlarını, ka rarı
etkileyebilecek diğer kişilerden kasıtlı olarak saklamasıdır. Bu
çalışma, algılanan örgütsel desteğin çalışan sessizlik davranışı
üzerinde etkili olup olmadığını belirlemeye odaklanmaktadır. Veriler,
Antalya'da ki beş yıldızlı grup ve zincir otel çalışanlarından anket
yöntemi ile toplanmış, çalışma 374 çalışanın katılımıyla
gerçekleştirilmiştir. Verilerin analizinde t-testi, anova, korelasyon,
regresyon analizleri ve yapısal eşitlik modellemesinden
yararlanılmıştır. Bulgular, algılanan örgütsel desteğin çalışan
sessizlik davranışı üzerinde negatif etkisinin olduğunu göstermiştir.

Keywords

Algılanan örgütsel destek çalışan sessizlik davranışı

References

  • Adebayo, D.O. (2005). “EthicalAttitudesandProsocialBehaviour in theNigeria, ModeratorEffects of Perceived Organizational Support and Public Recognition”, An International Journal of Police Strategies and Management, 28 (4), 684- 705.
  • Akın, M. (2008). “Örgütsel Destek, Sosyal Destek ve İş/Aile Çatışmalarının Yaşam Tatmini Üzerindeki Etkileri”, Sosyal Bilimler Enstitüsü Dergisi, 25(2), 141-170.
  • Allen, D. G.,Shore, L.M., ve Griffeth, R.W. (2003). “The Role of PerceivedOrganizationalSupportandSupportive Human Resource Practices in theTurnoverProcess”, Journal of Management, 29(1), 99-118.
  • Amah, O.E., ve Okafor, C.A. (2008). “RelationshipsAmong Silence Climate, Employee Silence Behaviour and Work Attitudes: The Role of Self- Esteem and Locus of Conrol”, Asian Journal of Scientific Research, 1 (1), 1-11.
  • Ashford, S.J.,Rothbard, N.P., Piderit, S.K. ve Dutton, J.W. (1998). Out on a Limb: The Role of ContextandImpression Management in SellingGender- EquityIssues”, AdministrativeScienceQuarterly, 43, 23-57.
  • Bies, R.J. (2009). Sounds of Silence: Identifying New MotivesandBehaviors. İçinde J. Greenberg ve M. S. Edwards (Ed.). Voice and Silence in Organizations. (s. 157-175), İngiltere: EmeraldGroup Publishing.
  • Bock, G. W. ve Kim, Y. G. (2002) "BreakingtheMyths of Rewards: An ExploratoryStudy of AttitudesAbout Knowledge Sharing" Information Resources Management Journal (IRMJ), 15(2), 14-21.
  • Bowen, F.,veBlackmon, K. (2003). “Spirals of Silence: TheDynamicEffects of Diversity on Organizational Voice”, Journal of Management Studies, 40 (6), 1393- 1417.
  • Brisnfield, C.T.,Edwards, M. S., ve Greenberg, J. (2009). Voice and Silence in Organizations: Historical Review and Current Conceptualizations, İçinde J. GREENBERG ve M. S. EDWARDS (Ed.). Voice and Silence in Organizations. (s. 3-37), İngiltere: EmeraldGroup Publishing.
  • Buchanan-Olson,J.B.,veBoswell, W.R. (2002). “The Role of Employee Loyalty and Formality in Voicing Discontent”, Journal of AppliedPsychology, 87(6), 1167-1174.
  • Chen, Z.,Eisenberger, R., Johnson, K., M., Sucharskı, I., L. ve Aselage, J. (2009). Perceived Organizational Support and Extra-Role Performance: Which Leads to Which?,The Journal of Social Psychology, 149 (1), 119-124.
  • Cropanzono, R.,Howes, J.C.,Grandey, A., A., ve Toth,P. (1997). “TheRelationship of Organizational Politics and Support to Work Behaviors, Attitudesand Stres”, Journal of Organizational Behavior, 18, 159-180.
  • Crowe, M. (1996). “WhyTheMembers of Your Team Won’tSpeakUp, andWhatYou Can Do About İt”, Harward Management Update, November, 11 (1), 8-9.
  • Çakıcı, A., (2007). “Örgütlerde Sessizlik: Sessizliğin Teorik Temelleri ve Dinamikleri”, Ç.Ü. Sosyal Bilimler Enstitisü Dergisi, 16 (1), 145-162.
  • Çakıcı, A., ve Çakıcı, A.C. (2007). Otel İşletmelerinde Sessizliğin Algılanan Sonuçlarına İlişkin Bir Araştırma, Çeşme Ulusal Turizm Sempozyumu Bildiriler Kitabı, Ege Üniversitesi Çeşme Turizm İşletmeciliği Otelcilik Yüksekokulu, 21-23 Kasım, 481-489.
  • Çetin, Ş. (2013). “Impact of TeachersPerceptions of OrganizationalSupport, Management OpennessandPersonalityTraits on Voice”, EducationalResearchandReviews, 8 (18), 1709-1721.
  • De Coninck, J. B., ve Johnson, J.T. (2009). TheEffects of PerceivedSupervisorSupport, Perceived Organizational Supportand Organizational Justice on Turnover Among Salespeople, Journal of Personal Selling and Sales Management, 39 (4), 333 - 350.
  • Dyne, L. V.,Ang, S. ve Botero, I. C. (2003). “ConceptualizingEmployee Silence andEmployee Voice as MultidimensionalConstructs. Journal of Management Studies”, 40 (6), 1359-1392.
  • Edmondson, A.C. (2007). “WhyEmployeesAreAfraidtoSpeak?”,Harward Business Review, 85 (5), 23-25.
  • Eisenberger, R.,Armeli, S., Rexwinkel, B., Lynch, P. D., ve Rhoades, L., (2001). Reciprocation of PerceivedOrganizationalSupport. Journal of AppliedPsychology, 86 (1), 42-51.
  • Eisenberger, R.,Fasolo, P., ve Lamastro(1990). “PerceivedOrganizationalSupportandEmployeeDiligence, Commitment, andInnovation”,Journal of AppliedPsychology, 75(1), 51-59.
  • Eisenberger, R.,Huntington, R., Hutchison, S., ve Sowa, D. (1986). “PerceivedOrganizationalSupport”, Journal of AppliedPsychology, 71 (3), 500-507.
  • Farrell, D. (1983). “Exit, Voice, LoyaltyandNeglect as ResponsestoJobDissatisfaction: A MultidimensionalScalingStudy”, Academy of Management Journal, 26, 596-607.
  • Güney, S., Akalın, Ç. ve İlsev, A. (2007). “Duygusal Örgütsel Bağlılık Gelişiminde Algılanan Örgütsel Destek ve Örgüt Temelli Öz- Saygı”,H.Ü. İktisadi ve İdari Bilimler Fakültesi Dergisi, 25 (2), 189 – 211.
  • Hair, J.F., Black, W.C., Babin, B. J., Anderson, R. E., ve Tatham, R. L. (2006). Multivariate Data Analysis. New Jersey: PrenticeHall.
  • Harlos, K. P. (2004). ExplainingSilentDiscontent at Work, Paperpresented at theAcademy of Management Meeting, New Orleans.
  • Huang, X.,Vlieert, E.V.D., ve Vegt, G.V. (2005).”Breakingthe Silence Culture: Stimulation of Participation and Employee Opinion Withholding Cross- Nationally”, Management and Organization Review, 1(3), 459-482. Huang, X.,Vlieert, E.V.D., ve Vegt, G.V. (2003). “Break The Silence: Do Management Openness and Employee Involvement Raise Employee Voice Worldwide?”,Paper presented at the Academy of Management, Seattle.
  • Kanten, P. ve Ulker, Er, F. (2012). “A RelationalApproachAmongPerceivedOrganizationalSupport, ProactivePersonalityand Voice Behaviour”, Procedia-SocialandBehavioral Sciences,62, 1016-1022.
  • Khalid, J. ve Jaleel A. (2015). “PerceivedOrganizationalPoliticsandEmployee Silence: SupervisorTrust as a Moderator”, Journal of AsiaPasificEconomy, DOI: 10.1080/13547860.2015.1092279.
  • Le Pine, J.A. ve Dyne, L., V. (1998). Predicting Voice Behavior in WorkGroups. Journal of AppliedPsychology, 83(6), 853-868.
  • Milliken, F. J.,Morrison, E.W., ve Hewlin, P.F. (2003). An ExploratoryStudy of Employee Silence: IssuesthatEmployeesDon’tCommunicateUpwardandWhy?,Journal of Management Studies, 40 (6), 1453-1476.
  • Milliken, F. J. ve Morrison, E.W. (2003). “Shades of Silence: EmergingThemesandFutureDirectionsforResearch on Silence in Organizations”, Journal of Management Studies, 40 (6), 1563-1568.
  • Mooghali, A. ve Bahrampour, Z. (2015). “AnalyzingRelationshipsBetweenPerceived Silence Climate, Employee Silence BehaviorandJobAttitudes”, International Journal of AcademicResearch, 7(1), 142-149.
  • Morrison, E.W. ve Milliken, F.J. (2000). “Organizational Silence: A BarriertoChangeand Development in A Pluralistic World,Academy of Management Review, 25 (4), 706-725.
  • Morrison, E.W. ve Phelps, C.C. (1999). “TakingCharge At Work: ExtraroleEffortstoInitiateWorkplaceChange”, Academy of Management Journal, 42 (4), 403-419.
  • Piderit, S. K., ve Ashford, S.J. (2003). “Breaking Silence: TacticalChoicesWomenManagersMake in SpeakingUpAboutGender- EquityIssues”, Journal of Management Studies, 40 (6), 1477- 1502.
  • Pinder, C.C. ve Harlos, K.P. (2001). Employee Silence: QuiescenceandAcquiescence as ResponsestoPerceivedInjustice, Research in Personel and Human Research Management,20, 331-369.
  • Polatçı, S. (2015). “Örgütsel ve Sosyal Destek Algılarının Yaşam Tatmini Üzerindeki Etkisi: İş ve Evlilik Tatmininin Aracılık Rolü”, Ekonomik ve Sosyal Araştırmalar Dergisi, 11(2), 25-44.
  • Premeaux, S.F. ve Bedeiana, A.G. (2003). “Breakingthe Silence: TheModeratingEffects of Self- Monitoring in PredictingSpeakingUp in theWorkplace”,Journal of Management Studies, 40 (6), 1537-1562.
  • Rhoades, L.,veEisenberger, R. (2002). “PerceivedOrganizationalSupport: A Review of theLiterature”, Journal of AppliedPsychology, 87(4), 698-714.
  • Rousseau,D.M., ve Fried, Y. (2001). “Location, Location, Location: ContextualizingOrganizationalResearch”, Journal of OrganizationalBehavior, 22, 1-13.
  • Schermelleh - Engel, K. ve MOOSBRUGGER, H. (2003). Evaluatingthe Fit of StructuralEquationModels: Tests of SignificanceandDescriptiveGoodness of Fit Measures, Methods of PsychologicalResearch Online, 12 (2), 23-74.
  • Singh, B. S.P. ve Malhotra, M. (2015). “TheMediating Role of Trust in the Relationship Between Perceived Organizational Supportand Silence”, International Journal of Scientific and Research Publications, 5(9), 1-10.
  • Şimşek, M.Ş.,Akgemci, T., ve Kaplan, M. (2008). Algılanan Örgütsel Destek ve Örgütsel Güven ile Tükenme Davranışı Arasındaki İlişkilerin Analizi: Nevşehir Üniversitesi Akademik Personel Örneği, 16. Ulusal Yönetim ve Organizasyon Kongresi, Antalya.
  • Şimşek, Ö. F. (2007). Yapısal Eşitlik Modellemesine Giriş Temel İlkeler ve LİSREL Uygulmaları. Ankara: Ekinoks Yayınları.
  • Tangirala, S. ve Ramanujam, R. (2008). “Employee Silence in Critical WorkIssues: The Cross Level Effects of ProceduralJusticeClimate”, PersonnelPsychology, 61, 37-68.
  • Tayfun, A. ve Çatır, O. (2013), “Örgütsel Sessizlik ve Çalışanların Performansları Arasındaki İlişki Üzerine Bir Araştırma", İşletme Araştırmaları Dergisi, 5 (3), 114-134.
  • Tucker, S.,Chmiel, N., Turner, N., Hershcovis, Ms., Stride, Cb. (2008). "Perceived Organizational Supportfor Safety and Employee Safety Voice: TheMediating Role of Coworker support for Safety”, Journal of Occupational Health Psyclogy, 13(4), 319-330.
  • Vakola, M. ve Bouradas, D. (2005). “Antecedentsand Consequences of Organisational Silence: An EmpiricalInvestigation”. EmployeeRelations, 27 (5), 441-458.
  • Wang, Y.D. ve Hsieh, H.H. (2013). Organizational Ethical Climate, Perceived Organizational support and Employee Silence: A Cross- Level Investigation, Hıuman Relations, 66(6), 783-802.
  • Whitener,E., M. (2001). Do “High Commitment” Human Resource PracticesAffectEmployeeCommitment? A Cross-Level Analysis Using HierarchicalLinearModeling, Journal of Management, 27, 515-535.
  • Yüksel, İ. (2006). “Örgütsel Destek Algısı ve Belirleyicilerinin İşten Ayrılma Eğilimi İle İlişkisi”, İ.Ü. İşletme Fakültesi Dergisi, 35(1), 7-33.
  • Zheng, X.T., Ke, J.L., Shi, J.T., ve Zheng, X.S. (2008). Survey on Employee Silence andtheImpact of Trust on it in China.ActaPsychologicaSinica, 40 (2), 219-227.

IS PERCEIVED ORGANIZATIONAL SUPPORT EFFECTIVE IN REDUCING EMPLOYEE SILENCE BEHAVIOUR?

Year 2016, Volume: 1 Issue: 1, 53 - 75, 30.03.2016

Esra Erenler Tekmen

Abstract

Employee silence is; depending on specific motives, the employees'
intentionally hiding of ideas, suggestions or problems about the
organization from other people who can influence the decision. This
study focuses on determining whether perceived organizational support
has an impact on the employee silence. Data were collected by survey
method from the employees of five star hotel groups and chains. Work was
carried out with the participation of 374 employees. T-test, ANOVA,
correlation, regression analysis and structural equation modeling were
used in data analyses. Findings showed that perceived organizational
support has a negative effect on employee silence behavior.

Keywords

Perceived organizational support employee silence behavior

References

  • Adebayo, D.O. (2005). “EthicalAttitudesandProsocialBehaviour in theNigeria, ModeratorEffects of Perceived Organizational Support and Public Recognition”, An International Journal of Police Strategies and Management, 28 (4), 684- 705.
  • Akın, M. (2008). “Örgütsel Destek, Sosyal Destek ve İş/Aile Çatışmalarının Yaşam Tatmini Üzerindeki Etkileri”, Sosyal Bilimler Enstitüsü Dergisi, 25(2), 141-170.
  • Allen, D. G.,Shore, L.M., ve Griffeth, R.W. (2003). “The Role of PerceivedOrganizationalSupportandSupportive Human Resource Practices in theTurnoverProcess”, Journal of Management, 29(1), 99-118.
  • Amah, O.E., ve Okafor, C.A. (2008). “RelationshipsAmong Silence Climate, Employee Silence Behaviour and Work Attitudes: The Role of Self- Esteem and Locus of Conrol”, Asian Journal of Scientific Research, 1 (1), 1-11.
  • Ashford, S.J.,Rothbard, N.P., Piderit, S.K. ve Dutton, J.W. (1998). Out on a Limb: The Role of ContextandImpression Management in SellingGender- EquityIssues”, AdministrativeScienceQuarterly, 43, 23-57.
  • Bies, R.J. (2009). Sounds of Silence: Identifying New MotivesandBehaviors. İçinde J. Greenberg ve M. S. Edwards (Ed.). Voice and Silence in Organizations. (s. 157-175), İngiltere: EmeraldGroup Publishing.
  • Bock, G. W. ve Kim, Y. G. (2002) "BreakingtheMyths of Rewards: An ExploratoryStudy of AttitudesAbout Knowledge Sharing" Information Resources Management Journal (IRMJ), 15(2), 14-21.
  • Bowen, F.,veBlackmon, K. (2003). “Spirals of Silence: TheDynamicEffects of Diversity on Organizational Voice”, Journal of Management Studies, 40 (6), 1393- 1417.
  • Brisnfield, C.T.,Edwards, M. S., ve Greenberg, J. (2009). Voice and Silence in Organizations: Historical Review and Current Conceptualizations, İçinde J. GREENBERG ve M. S. EDWARDS (Ed.). Voice and Silence in Organizations. (s. 3-37), İngiltere: EmeraldGroup Publishing.
  • Buchanan-Olson,J.B.,veBoswell, W.R. (2002). “The Role of Employee Loyalty and Formality in Voicing Discontent”, Journal of AppliedPsychology, 87(6), 1167-1174.
  • Chen, Z.,Eisenberger, R., Johnson, K., M., Sucharskı, I., L. ve Aselage, J. (2009). Perceived Organizational Support and Extra-Role Performance: Which Leads to Which?,The Journal of Social Psychology, 149 (1), 119-124.
  • Cropanzono, R.,Howes, J.C.,Grandey, A., A., ve Toth,P. (1997). “TheRelationship of Organizational Politics and Support to Work Behaviors, Attitudesand Stres”, Journal of Organizational Behavior, 18, 159-180.
  • Crowe, M. (1996). “WhyTheMembers of Your Team Won’tSpeakUp, andWhatYou Can Do About İt”, Harward Management Update, November, 11 (1), 8-9.
  • Çakıcı, A., (2007). “Örgütlerde Sessizlik: Sessizliğin Teorik Temelleri ve Dinamikleri”, Ç.Ü. Sosyal Bilimler Enstitisü Dergisi, 16 (1), 145-162.
  • Çakıcı, A., ve Çakıcı, A.C. (2007). Otel İşletmelerinde Sessizliğin Algılanan Sonuçlarına İlişkin Bir Araştırma, Çeşme Ulusal Turizm Sempozyumu Bildiriler Kitabı, Ege Üniversitesi Çeşme Turizm İşletmeciliği Otelcilik Yüksekokulu, 21-23 Kasım, 481-489.
  • Çetin, Ş. (2013). “Impact of TeachersPerceptions of OrganizationalSupport, Management OpennessandPersonalityTraits on Voice”, EducationalResearchandReviews, 8 (18), 1709-1721.
  • De Coninck, J. B., ve Johnson, J.T. (2009). TheEffects of PerceivedSupervisorSupport, Perceived Organizational Supportand Organizational Justice on Turnover Among Salespeople, Journal of Personal Selling and Sales Management, 39 (4), 333 - 350.
  • Dyne, L. V.,Ang, S. ve Botero, I. C. (2003). “ConceptualizingEmployee Silence andEmployee Voice as MultidimensionalConstructs. Journal of Management Studies”, 40 (6), 1359-1392.
  • Edmondson, A.C. (2007). “WhyEmployeesAreAfraidtoSpeak?”,Harward Business Review, 85 (5), 23-25.
  • Eisenberger, R.,Armeli, S., Rexwinkel, B., Lynch, P. D., ve Rhoades, L., (2001). Reciprocation of PerceivedOrganizationalSupport. Journal of AppliedPsychology, 86 (1), 42-51.
  • Eisenberger, R.,Fasolo, P., ve Lamastro(1990). “PerceivedOrganizationalSupportandEmployeeDiligence, Commitment, andInnovation”,Journal of AppliedPsychology, 75(1), 51-59.
  • Eisenberger, R.,Huntington, R., Hutchison, S., ve Sowa, D. (1986). “PerceivedOrganizationalSupport”, Journal of AppliedPsychology, 71 (3), 500-507.
  • Farrell, D. (1983). “Exit, Voice, LoyaltyandNeglect as ResponsestoJobDissatisfaction: A MultidimensionalScalingStudy”, Academy of Management Journal, 26, 596-607.
  • Güney, S., Akalın, Ç. ve İlsev, A. (2007). “Duygusal Örgütsel Bağlılık Gelişiminde Algılanan Örgütsel Destek ve Örgüt Temelli Öz- Saygı”,H.Ü. İktisadi ve İdari Bilimler Fakültesi Dergisi, 25 (2), 189 – 211.
  • Hair, J.F., Black, W.C., Babin, B. J., Anderson, R. E., ve Tatham, R. L. (2006). Multivariate Data Analysis. New Jersey: PrenticeHall.
  • Harlos, K. P. (2004). ExplainingSilentDiscontent at Work, Paperpresented at theAcademy of Management Meeting, New Orleans.
  • Huang, X.,Vlieert, E.V.D., ve Vegt, G.V. (2005).”Breakingthe Silence Culture: Stimulation of Participation and Employee Opinion Withholding Cross- Nationally”, Management and Organization Review, 1(3), 459-482. Huang, X.,Vlieert, E.V.D., ve Vegt, G.V. (2003). “Break The Silence: Do Management Openness and Employee Involvement Raise Employee Voice Worldwide?”,Paper presented at the Academy of Management, Seattle.
  • Kanten, P. ve Ulker, Er, F. (2012). “A RelationalApproachAmongPerceivedOrganizationalSupport, ProactivePersonalityand Voice Behaviour”, Procedia-SocialandBehavioral Sciences,62, 1016-1022.
  • Khalid, J. ve Jaleel A. (2015). “PerceivedOrganizationalPoliticsandEmployee Silence: SupervisorTrust as a Moderator”, Journal of AsiaPasificEconomy, DOI: 10.1080/13547860.2015.1092279.
  • Le Pine, J.A. ve Dyne, L., V. (1998). Predicting Voice Behavior in WorkGroups. Journal of AppliedPsychology, 83(6), 853-868.
  • Milliken, F. J.,Morrison, E.W., ve Hewlin, P.F. (2003). An ExploratoryStudy of Employee Silence: IssuesthatEmployeesDon’tCommunicateUpwardandWhy?,Journal of Management Studies, 40 (6), 1453-1476.
  • Milliken, F. J. ve Morrison, E.W. (2003). “Shades of Silence: EmergingThemesandFutureDirectionsforResearch on Silence in Organizations”, Journal of Management Studies, 40 (6), 1563-1568.
  • Mooghali, A. ve Bahrampour, Z. (2015). “AnalyzingRelationshipsBetweenPerceived Silence Climate, Employee Silence BehaviorandJobAttitudes”, International Journal of AcademicResearch, 7(1), 142-149.
  • Morrison, E.W. ve Milliken, F.J. (2000). “Organizational Silence: A BarriertoChangeand Development in A Pluralistic World,Academy of Management Review, 25 (4), 706-725.
  • Morrison, E.W. ve Phelps, C.C. (1999). “TakingCharge At Work: ExtraroleEffortstoInitiateWorkplaceChange”, Academy of Management Journal, 42 (4), 403-419.
  • Piderit, S. K., ve Ashford, S.J. (2003). “Breaking Silence: TacticalChoicesWomenManagersMake in SpeakingUpAboutGender- EquityIssues”, Journal of Management Studies, 40 (6), 1477- 1502.
  • Pinder, C.C. ve Harlos, K.P. (2001). Employee Silence: QuiescenceandAcquiescence as ResponsestoPerceivedInjustice, Research in Personel and Human Research Management,20, 331-369.
  • Polatçı, S. (2015). “Örgütsel ve Sosyal Destek Algılarının Yaşam Tatmini Üzerindeki Etkisi: İş ve Evlilik Tatmininin Aracılık Rolü”, Ekonomik ve Sosyal Araştırmalar Dergisi, 11(2), 25-44.
  • Premeaux, S.F. ve Bedeiana, A.G. (2003). “Breakingthe Silence: TheModeratingEffects of Self- Monitoring in PredictingSpeakingUp in theWorkplace”,Journal of Management Studies, 40 (6), 1537-1562.
  • Rhoades, L.,veEisenberger, R. (2002). “PerceivedOrganizationalSupport: A Review of theLiterature”, Journal of AppliedPsychology, 87(4), 698-714.
  • Rousseau,D.M., ve Fried, Y. (2001). “Location, Location, Location: ContextualizingOrganizationalResearch”, Journal of OrganizationalBehavior, 22, 1-13.
  • Schermelleh - Engel, K. ve MOOSBRUGGER, H. (2003). Evaluatingthe Fit of StructuralEquationModels: Tests of SignificanceandDescriptiveGoodness of Fit Measures, Methods of PsychologicalResearch Online, 12 (2), 23-74.
  • Singh, B. S.P. ve Malhotra, M. (2015). “TheMediating Role of Trust in the Relationship Between Perceived Organizational Supportand Silence”, International Journal of Scientific and Research Publications, 5(9), 1-10.
  • Şimşek, M.Ş.,Akgemci, T., ve Kaplan, M. (2008). Algılanan Örgütsel Destek ve Örgütsel Güven ile Tükenme Davranışı Arasındaki İlişkilerin Analizi: Nevşehir Üniversitesi Akademik Personel Örneği, 16. Ulusal Yönetim ve Organizasyon Kongresi, Antalya.
  • Şimşek, Ö. F. (2007). Yapısal Eşitlik Modellemesine Giriş Temel İlkeler ve LİSREL Uygulmaları. Ankara: Ekinoks Yayınları.
  • Tangirala, S. ve Ramanujam, R. (2008). “Employee Silence in Critical WorkIssues: The Cross Level Effects of ProceduralJusticeClimate”, PersonnelPsychology, 61, 37-68.
  • Tayfun, A. ve Çatır, O. (2013), “Örgütsel Sessizlik ve Çalışanların Performansları Arasındaki İlişki Üzerine Bir Araştırma", İşletme Araştırmaları Dergisi, 5 (3), 114-134.
  • Tucker, S.,Chmiel, N., Turner, N., Hershcovis, Ms., Stride, Cb. (2008). "Perceived Organizational Supportfor Safety and Employee Safety Voice: TheMediating Role of Coworker support for Safety”, Journal of Occupational Health Psyclogy, 13(4), 319-330.
  • Vakola, M. ve Bouradas, D. (2005). “Antecedentsand Consequences of Organisational Silence: An EmpiricalInvestigation”. EmployeeRelations, 27 (5), 441-458.
  • Wang, Y.D. ve Hsieh, H.H. (2013). Organizational Ethical Climate, Perceived Organizational support and Employee Silence: A Cross- Level Investigation, Hıuman Relations, 66(6), 783-802.
  • Whitener,E., M. (2001). Do “High Commitment” Human Resource PracticesAffectEmployeeCommitment? A Cross-Level Analysis Using HierarchicalLinearModeling, Journal of Management, 27, 515-535.
  • Yüksel, İ. (2006). “Örgütsel Destek Algısı ve Belirleyicilerinin İşten Ayrılma Eğilimi İle İlişkisi”, İ.Ü. İşletme Fakültesi Dergisi, 35(1), 7-33.
  • Zheng, X.T., Ke, J.L., Shi, J.T., ve Zheng, X.S. (2008). Survey on Employee Silence andtheImpact of Trust on it in China.ActaPsychologicaSinica, 40 (2), 219-227.
There are 53 citations in total.

Details

Journal Section Articles
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Esra Erenler Tekmen

Publication Date March 30, 2016
Published in Issue Year 2016 Volume: 1 Issue: 1

Cite

APA Erenler Tekmen, E. (2016). ÇALIŞAN SESSİZLİK DAVRANIŞININ AZALTILMASINDA ALGILANAN ÖRGÜTSEL DESTEK ETKİLİ MİDİR?. Örgütsel Davranış Araştırmaları Dergisi, 1(1), 53-75.
AMA Erenler Tekmen E. ÇALIŞAN SESSİZLİK DAVRANIŞININ AZALTILMASINDA ALGILANAN ÖRGÜTSEL DESTEK ETKİLİ MİDİR?. Örgütsel Davranış Araştırmaları Dergisi. March 2016;1(1):53-75.
Chicago Erenler Tekmen, Esra. “ÇALIŞAN SESSİZLİK DAVRANIŞININ AZALTILMASINDA ALGILANAN ÖRGÜTSEL DESTEK ETKİLİ MİDİR?”. Örgütsel Davranış Araştırmaları Dergisi 1, no. 1 (March 2016): 53-75.
EndNote Erenler Tekmen E (March 1, 2016) ÇALIŞAN SESSİZLİK DAVRANIŞININ AZALTILMASINDA ALGILANAN ÖRGÜTSEL DESTEK ETKİLİ MİDİR?. Örgütsel Davranış Araştırmaları Dergisi 1 1 53–75.
IEEE E. Erenler Tekmen, “ÇALIŞAN SESSİZLİK DAVRANIŞININ AZALTILMASINDA ALGILANAN ÖRGÜTSEL DESTEK ETKİLİ MİDİR?”, Örgütsel Davranış Araştırmaları Dergisi, vol. 1, no. 1, pp. 53–75, 2016.
ISNAD Erenler Tekmen, Esra. “ÇALIŞAN SESSİZLİK DAVRANIŞININ AZALTILMASINDA ALGILANAN ÖRGÜTSEL DESTEK ETKİLİ MİDİR?”. Örgütsel Davranış Araştırmaları Dergisi 1/1 (March 2016), 53-75.
JAMA Erenler Tekmen E. ÇALIŞAN SESSİZLİK DAVRANIŞININ AZALTILMASINDA ALGILANAN ÖRGÜTSEL DESTEK ETKİLİ MİDİR?. Örgütsel Davranış Araştırmaları Dergisi. 2016;1:53–75.
MLA Erenler Tekmen, Esra. “ÇALIŞAN SESSİZLİK DAVRANIŞININ AZALTILMASINDA ALGILANAN ÖRGÜTSEL DESTEK ETKİLİ MİDİR?”. Örgütsel Davranış Araştırmaları Dergisi, vol. 1, no. 1, 2016, pp. 53-75.
Vancouver Erenler Tekmen E. ÇALIŞAN SESSİZLİK DAVRANIŞININ AZALTILMASINDA ALGILANAN ÖRGÜTSEL DESTEK ETKİLİ MİDİR?. Örgütsel Davranış Araştırmaları Dergisi. 2016;1(1):53-75.
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